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11 <br /> D. PROGRAM ANALYSIS OF THE ORANGE COUNTY PERSONNEL SYSTEM 11 <br /> Purpose p <br /> The purpose of this program analysis is to provide a <br /> summary of the Orange County personnel management system as <br /> it relates to Equal Employment Opportunity. <br /> 1. Recruitment <br /> The Personnel Department is responsible for developing <br /> recruitment strategies, such as identifying sources, placing <br /> ads, screening applicants , and designing advertisements. p <br /> . Recruitment Sources <br /> Recruitment sources vary -widely. Sources may include <br /> newspapers , magazines , the Employment Security <br /> Commission, trade periodicals , and walk-in applicants. <br /> . Employment Application <br /> The employment application form contains only job- <br /> related questions . Employment applications are filed in <br /> the Personnel Department. Completing an employment <br /> application is the only method of applying for an Orange <br /> County job vacancy. <br /> . Recruitment Materials <br /> Recruitment materials are written simply so that all <br /> persons may easily understand them. These materials <br /> are: <br /> (a) Orange County Position Vacancy Report <br /> (b) Position Vacancy Notices P <br /> X11 <br /> . Media Sources <br /> Various local newspapers throughout the state e may be <br /> used to advertise positions. These media sources <br /> include advertisements in minority media. <br /> /I <br /> 2. Selection and Placement <br /> The Personnel Department of Orange County screens all P <br /> applicants for vacant position ( s) and provides department <br /> heads with a list of top 3-5 applicants based on ranking <br /> among all applicants for a position against the minimum <br /> PI <br /> qualifications. The department head interviews all <br /> applicants referred and documents hiring decision and non- <br /> hiring decisions with their rationale. <br /> 7 j <br />